0

2007 Annual Report

Deval Patrick, Governor

Tim Murray, Lieutenant Governor

Leslie Kirwan, Secretary of Administration

& Finance

Paul Dietl, Chief Human Resources Officer

A Message from the Chief Human Resources Officer

As the Human Resources Division (HRD) enters into the second year of the Patrick Administration, we find ourselves focusing on strategies that will align human resources with the strategic business needs and priorities of the Governor. Three of the Patrick Administration’s priorities are Diversity, Civic Engagement and Efficient Government. We hope that this annual report, with its expanded emphasis on information about the state workforce, will provide you with a tool that you will find helpful in gauging our progress in these areas.

Over the last few months we have seen continued success in the area of Diversity. In addition, we have seen state employees become more civically engaged in the community through the SERV Program that was unveiled last July. In 2008, we will find ourselves challenged to evaluate and improve the effectiveness of HR programs that support and enhance the performance of the Commonwealth’s workforce so that we can make our government more efficient and effective. We will build on our past successes with the shared services model and move from transactional HR to talent-based management initiatives that will impact the performance of the workforce.

Over the years, HR has evolved from a control and process-based function to more of a strategic partner with our agencies, helping them to achieve their mission and objectives. Many new challenges and opportunities will undoubtedly impact what services the HR community needs to deliver to support today’s workforce. To be effective, HR will need to focus on a new set of strategic issues in talent management including how we recruit, develop, motivate and retain our top talent. We must also continue to focus our efforts on improving the diversity of the state workforce. Effective talent management systems can have enormous impact on and an important role in, the performance of the state’s workforce. Meeting the new challenges and opportunities for HR will require us to rely on and continue to build effective partnerships with our agencies and the entire HR community.

While talent management has always been part of HR’s mission, a combination of demographic and market forces will bring new urgency to cultivating a workforce that offers true competitive advantage. Creating and cultivating a talented workforce will position the Commonwealth as an Employer of Choice.

As always, we recognize that our employees are our most important resource, and we will continue to ensure their fair and equitable treatment and the recognition of their contribution to the Commonwealth.

I look forward to partnering with you in developing and implementing strategies and programs to make the Commonwealth an “employer of choice” and to provide our employees with the tools they need to be the most effective and efficient workforce serving the citizens of the Commonwealth.

Paul DietlChief Human Resources OfficerCommonwealth of Massachusetts

1

To serve the people of Massachusetts by delivering reliable and innovative human resources services and programs to our

partner agencies so they can achieve their missions.

1. Key Strategic Accomplishments in the Human Resources Division

a. Major Statewide Accomplishments—Page 4

b. Secretariat HR Council—Page 5c. Task Forces—Page 5

2. Employee Accomplishments a. Employee Recognition Program (PRP)—Page 6b. State Employees Responding as Volunteers (SERV)—

Page 7

3. The Commonwealth Workforce at a Glance—Page 8

4. General Employment Trendsa. State Population—Top 20 States—Page 10 b. Rank Order of State Employment to State Population-

Top 20 States—Page 10

5. Equal Employmenta. Race/Ethnicity in Executive Branch

Employment Compared to U.S. and Massachusetts Labor Forces—Page 12

b. 5-Year Trend of Executive Branch Employment by Race/Sex—Page 13

c. Executive Branch Employment by Secretariat, Race and Sex—Page 14

2

d. Executive Branch Employment by EEO-4 Occupational Group, Race and Sex—Page 15

e. Average Salary by Age, Years of Executive Branch Service, Sex, Race and EEO-4 Group (Charts)—Pages 16-18

6. Employee Mobilitya. 5-Year Trends of Executive Branch Employment

Turnover—Pages 20-21b. Separation Rates by EEO-4 Group, Race, and

Secretariat—Page 22c. 3-Year Trend of Executive Branch Employment

Turnover by Secretariat—Page 23d. 2-Year Trend of Executive Branch Employee

Promotions by Race and Sex—Page 24e. 2-Year Trend of Executive Branch Employee New Hires

by Race and Sex—Page 25

7. Employee Characteristicsa. 5-Year Snapshot of Executive Branch Workforce—Page

27b. Employees in the Executive Branch Workforce—Page

28 c. Executive Branch Workforce Characteristics—Page 29d. 5-Year Trend of Executive Branch Employment by

Major Secretariat—Page 30

e. 5-Year Trend of Average Salary by Major Secretariat—Page 30

8. Workforce Planninga. Top 20 Executive Branch Job Title Statistics—Page 32b. Retirement Eligibility of the Executive Branch

Workforce by Major Secretariat—Page 33c. Executive Branch Workforce Retirements by

Secretariat, Average Age and Years of Service—Page 34

d. Comparison of Average Age and Years of Service of Executive Branch Workforce to Historical Age and

3

Years of Service at Retirement by Secretariat—Page 35

9. Workforce Statistics by Labor Groupa. Union Membership in the Executive Branch—Page 37b. Executive Branch Workforce Statistics by Labor Group

—Page 38

Appendicesa. HRD’s Organization Chart—Page 40b. HRD’s Organizational Units--Page 41c. HRD Budget (10 year history)—Page 42

Note: Unless otherwise footnoted, Massachusetts workforce statistics in this report are limited to employees in agencies that report to the Governor. In addition, these “Standard Workforce” statistics do not include contract or seasonal employees or board members. See definition of “Standard Workforce” at the following web link: http://www.iw.state.ma.us/ciwdata/hrcms/hrcms_stdworkforce.asp

Major HRD Statewide Accomplishments

A new Commonwealth Employment Opportunities (CEO) job posting site was implemented on 6/1/2007. The system now provides job seekers with easier navigation, simplified sorting features, improved keyword and advanced search capabilities. Applicants can create a profile and store their resume online. An online application feature will soon be added in 2008.

Partnered with Governor Patrick to create the State Employees Responding as Volunteers (SERV) Program. The number of volunteers increased 104% with a corresponding increase in SERV hours of 41.9% during the period July 2007 to February 2008 over the same period the previous year.

Executed a strategy providing for one-year contract extensions covering eight state bargaining units, as well as over 50 oversight bargaining units. Currently, over 99% of Executive Branch employees are under contract.

Teamed with the Governor’s Office and the Massachusetts Office on Disability to draft Guidelines for implementing Executive Order 478, regarding Non-Discrimination, Diversity, Equal Opportunity and Affirmative Action.

Collaborated with the Governor’s Office to establish improved diversity goals. Delivered Diversity Awareness training to over 4887 employees statewide in Fiscal Year 2007 and ran Diversity Train-the-Trainer Programs to make this program more widely available to employees.

Drafted a new progressive discipline guide for managers and prevailed in 80% of labor arbitration cases in FY07.

4

Successfully recruited over 13,000 candidates for the 2007 Police Officer exam, an overall increase of 28% from the last police officer exam in 2005. Minority candidates increased in the following communities:

Boston – 47% of the applicants were minorities, an increase of 73%.

Chelsea – 64% of the applicants were minorities, an increase of 45%.

Lynn – 36% of the applicants were minorities, an increase of 26%.

Launched the Performance and Career Enhancement (PACE) Learning Management System on 6/22/07 in collaboration with 13 Executive Branch agencies. PACE is a one-stop training registration and tracking system.

Hosted the Annual Performance Recognition Program (PRP) Luncheon at the Boston Sheraton for over 300 award recipients. More than 1000 attendees were present including Governor Patrick and Leslie Kirwan, Secretary for Administration and Finance.

Drafted a Manager Handbook for current and new managers to provide a consistent and clear understanding of policies, procedures and programs, including: labor relations, budget, procurement, employment laws and policies, and benefits.

Reduced total Workers’ Compensation claims filed by 3.7% and “Lost Time” claims by 6%.

Promulgated “960-Hour” Employee Guidelines.

Validated and modernized the majority of civil service exams and implemented the first on-line exams for over 60 military applicants at 25 military stations including Iraq and Afghanistan.

Our Shared Services Partners

**** Secretariat HR Council****

Members

Secretariat HR DirectorsMaurice Wright, Executive Office of Energy and Environmental AffairsDean Denniston, Executive Office of Health and Human Services Irma Gutierrez, Executive Office of Public SafetyDiana Jeong, Executive Office of Housing and Economic DevelopmentLauren Johnson, Office of the State ComptrollerSwee Lin Wong-Wagner, Executive Office of Transportation and Public WorksJoan Lenihan, Department of Labor and Workforce DevelopmentJeff McCue, Executive Office of Health and Human ServicesValian Norris, Department of Elementary & Secondary Education

Susan Montgomery-Gadbois, Department of Revenue

Donna McGee, Department of Housing and Community DevelopmentDiana Salemy, Executive Office of Housing and Economic DevelopmentDonna Leete, Office of Consumer Affairs and Business RegulationLois Shaevel, Department of Workforce DevelopmentBarbara Robinson, Housing and Community Development

HRD MembersPaul Dietl, Chair, Chief Human Resources OfficerSandra Borders, Director, Office of Diversity and Equal Opportunity

5

Mark D’Angelo, Director, Office of Employee RelationsGeorge Bibilos, Director of Organizational Development

Deidre Travis-Brown, Director of Training and Learning Development

**** Task Forces ****SERVDuring 2007, with the assistance of a task force of its shared services partners, HRD created guidelines for the Governor’s new SERV (State Employees Serving as Volunteers) program. The task force also focused on communication and marketing of the SERV program. Members of the task force included:

Leader: Natalie Wadzinski, HRDMarlena Davis, DIATerry Dolan, GOVDonna Flynn, EHS

Joanetta Hill, EOTShelly John, DORLauren Johnson, OSCAdrianne Level, HRDNathan Makdad, DOE

Cheryl Malone, HRDLexi McInnis, DOCChristina Mills, GOVRodney Stevens, ENVJeannine Zichella, EHS

MCRHRD convened a working group to improve the design and administration of the Management Compensation Review program during 2007. The task force recommended that more control over the program be delegated to agencies, and developed an improved worksheet on which agencies calculated merit increases. Members of the taskforce included:

Leader: Larry Albert, HRDEd Bertorelli, EOTGeorge Bibilos, HRDLinda Bolduc, DOE

Steve Catino, DOEDolores Ciarlante, DCPStephen Fulchino, LIBLana Jerome, EHS

Martin Lydon, GICLisa Pollack, HRDGeorge Reed, EOTRodney Stevens, ENV

6

Employee Recognition Program

The Human Resources Division (HRD) coordinates the annual Commonwealth of Massachusetts Performance Recognition Program. The program gives formal recognition to Commonwealth employees who make meaningful contributions and focuses attention on consistent, positive achievements by both individuals and teams of state employees.

Awards are given in three categories:

Commonwealth Citation for Outstanding Performance Eugene H. Rooney, Jr. Public Service Award Manuel Carballo Governor’s Award for Excellence in Public Service

The yearlong planning and selection process culminates in an annual awards ceremony to recognize award recipients. This year, the awards ceremony and luncheon was held at the Sheraton Boston Hotel, hosted by Secretary of Administration & Finance Leslie Kirwan and HRD. Governor Deval Patrick addressed the crowd, speaking about the importance of state service and the value he places on those who serve in the public sector. He then presented the Rooney and Carballo awards, thanking the award winners for their dedication and contributions to the Commonwealth.

There were over one thousand people in attendance, including Citation, Carballo and Rooney winners along with their guests, Cabinet Secretariats and Agency Heads.

The Commonwealth Citation for Outstanding Performance is given to Executive Branch employees of the Commonwealth who have demonstrated exemplary work performance. In 2007, 310 citations were awarded statewide.

The Eugene H. Rooney, Jr. Public Service AwardDuring his 21 years of public service, Eugene Rooney believed that the most important investment was that made in human resources. In honor of Eugene Rooney, this award recognizes an individual or group of individuals who have excelled in the development of human resources. In 2007, two awards were given to the following individuals:

Lisa Pollack, Personnel Analyst III, Human Resources DivisionEOHHS Management Certificate Program Workgroup, Executive Office of Health and Human Services

The Manuel Carballo Governor’s Award for Excellence in Public Service is the Commonwealth’s highest honor for Executive Department employees. The award recognizes and honors state employees who personify excellence in public service. Five individuals and five groups were selected to receive the award this year. The following winners were honored in 2007:

Aurora B. Bautista, Professor, Behavioral Science, Bunker Hill Community CollegeRosemary A. Bevins, Deputy Facility Director, Hogan Regional Center, Department of Mental RetardationDennis Gauthier, Area Director, New Bedford Area Office, Department of Social Services David Guilford, Security System Administrator, Bureau of State Office BuildingsJuan Valerio, Outreach Educator, Division of Tuberculosis Prevention, Department of Public HealthComfort Care Unit (Hospice Team), Soldiers’ Home in HolyokeDanversport Explosion Response Team, Department of Environmental ProtectionDisability Determination Services Homeless Units (Boston and Worcester), Massachusetts Rehabilitation CommissionPark Serve Day Team, Department of Conservation and RecreationSIMS Implementation Team, Executive Office of Elder Affairs

SERV Volunteer Program

The State Employees Responding as Volunteers Program (SERV) is an employee benefit which is available to eligible employees in the Executive Branch who have at least six months of state service. Governor Deval Patrick created SERV by Executive Order 479 signed in January 2007. This was the third executive order Governor Patrick signed. The executive order is part of an overall strategy by the Patrick Administration to stir Massachusetts’ citizens into action and civic engagement by giving back to the local community via workplace volunteer programs or their own personal efforts.

The policy, one of the most progressive in the nation, expanded the existing school volunteer, youth mentoring, and foster care volunteer programs to include new areas. With supervisor approval, an employee may volunteer during his/her regular work schedule up to one workday per month at an approved Massachusetts non-profit organization (7.5 or 8 hours/month; pro-rated for part-time employees). Eligible areas include: Education, Youth Mentoring, Public and Charter Schools, Health and Human Services, Public Safety, and the Environment.

In July 2007, the program was highlighted at the first annual Governor’s Volunteer Expo. The Expo, sponsored by the Governor's Office of Public Liaison and the Human Resources Division, included over 50 Boston-area not-for-profit organizations that came together to share information on volunteer opportunities with potential volunteers and human resource professionals. The Human Resources Division has successfully marketed the program to include one-time and group opportunities to increase the level of participation among state employees.

Impact of Our One-Time Group Volunteer Events

“A great group of volunteers! I’m so glad they’re becoming attached to the Inn!! We love having them here.”

Pine Street Inn, Boston 26 state volunteers prepared lunch for hundreds of

homeless clients on 4 days in December—Estimated total meals prepared: 1200 per shift.

“A great

Scottie Wait, Volunteer Coordinator Scottie Wait, Volunteer Coordinator at Pine Street at Pine Street

Left: Staff from the Human Resources

Division at the Pine Street Inn

New England Shelter for Homeless Veterans, Boston 19 state employee volunteers from nine different state

agencies helped accept and wrap hundreds of holiday gifts for needy veterans as part of the non-profit’s “Adopt-A-Vet” program.

Five intra-agency teams of seven people per shift served meals to over 120 veterans per shift—Total meals served: over 600 meals

Room to Grow, Boston 14 state employee volunteers sorted through hundreds

of donated coats and boots and dozens of bags of other donated clothing for needy children aged 0-3 years.

Cradles to Crayons, Boston Several agency teams assisted on several shifts by

sorting donations and matching them to the wish lists of some of the over 3,500 kids aged 0-12 who lack the basic necessities like warm winter coats and boots.

Greater Boston Food BankIn a November 2007 shift, HRD senior staff was matched with another private sector volunteer group. Collectively, the group of 17 volunteers accomplished the following in a 3 ¼ hour shift: Sorted 7,842 pounds of food (80% was useable); an

average of 369 pounds sorted per volunteer. 4,828 meals made possible by this shift; an average of

284 meals made possible per volunteer. Each volunteer can make a measurable impact on others’ lives!

Left: Human Resources Division Senior Staff at the Greater Boston Food Bank

“Both the practical assistance that the SERV team provided and their moral support were so very important to both clients and staff.” Steve Cunniff, Community Affairs Manager at NESHV 12/07

The Commonwealth Workforce at a Glance

General Statistics for the Commonwealth as of 2007State Population 6,398,743*Population rank among all states 13th***Approximate Full-Time Equivalent Commonwealth Employees 82,200 ****

Judicial and Legislative 9,000 Constitutional and District Attorney 3,600 Sheriff Departments 3,500 Higher Education (incl. UMass) 23,100 Executive Branch 43,000

Commonwealth Positions (Executive Branch only) as of 06/23/07Employee population 44,825 **Number of FTEs 43,283 **State Employee population rank among all states 14th***State Employee payroll rank among all states 13th***

Profile of Executive Branch Employees as of 6/23/07Average Full Time Annual Salary $53,253Average Age 46.55 Yrs.Average Length of Service 14.48 Yrs.Percent Represented by Unions 90.58%Percent Minorities 22.30%Percent Female 52.06%Annual Turnover Rate (voluntary/involuntary) 8.43%Percent of Retirement-Eligible Employees 18.38%(Estimates based on 55+ years of age and 10+ years of service)

*Population est. 2005 based on United States Census Bureau Data:http://www.census.gov/compendia/smadb/TableA-01.xls

** Limited to employees in agencies that report to the Governor. In addition, these “Standard Workforce” statistics do not include contract or seasonal employees or board members. See definition of “Standard Workforce” at the following web link: http://www.iw.state.ma.us/ciwdata/hrcms/hrcms_stdworkforce.asp

***State Employee rank March 2002 based on United States Census Bureau Publication: http://www.census.gov/prod/2004pubs/gc023x2.pdf

**** Source Note: Comptroller of the Commonwealth https://massfinance.state.ma.us/CommonCents/commonEmployeeResult.asp?pg=6 &cat=employee&num=2

GENERAL EMPLOYMENT TRENDS

State Population—Top 20 States *

December 2005 (estimates)

1. California……………….36,132,0002. Texas….………………..22,860,0003. New York……………….19,255,0004. Florida…………………..17,790,0005. Illinois…………..……….12,763,0006. Pennsylvania…………..12,430,0007. Ohio……………………. 11,464,0008. Michigan………..………10,121,0009. Georgia…………………..9,073,00010. New Jersey………………8,718,00011. North Carolina…………...8,683,00012. Virginia……………………7,567,00013. Massachusetts…....……6,399,00014. Washington.……………...6,288,00015. Indiana….……………...…6,272,00016. Tennessee…..……..….…5,963,00017. Arizona……………………5,939,00018. Missouri…………………..5,800,00019. Maryland………………….5,600,00020. Wisconsin…………….…..5,536,000

Rank Order by Ratio of State Employment to State PopulationEmployees per 10,000 Population **

Top 20 Most Populous States

1. Washington…………….….1822. New Jersey…………….….1703. Maryland…………..…..…..1654. Virginia…..……..……….…1605. Missouri……………..……..1586. North Carolina……..……...1557. Massachusetts…......……1498. Indiana….…………….……144United States Average……………..1439. Michigan…………………...14110. Tennessee………………...14111. Georgia…………………….13512. New York…………………..13113. Wisconsin……………….…12814. Pennsylvania………..…….12615. Ohio………………………..12116. Texas………………………11817. Illinois………………………11518. Arizona…………………….11219. California…………………..10520. Florida……………………...104

* Source Note: 2005 Population estimates: State and Metropolitan Area Data Book: 2006—U.S. Census Bureau** Full-time equivalent employees (includes employees not under Governor’s jurisdiction i.e. higher educ., judicial, etc.)

Employment: Compendium of Public Employment: 2002, U.S. Dept. of Commerce, U.S. Census Bureau (Published Sept. 2004)

EQUAL EMPLOYMENT

Race/Ethnicity in Executive Branch Labor Force* Compared to U.S. and Massachusetts’ Labor Forces**

Source Notes:* EE0-4 Data Mart 6/23/2007** The State of Working Massachusetts 2007--Sept. 2007--Mass. Budget and Policy Center

http://www.massbudget.org/StateOfWorkingMass2007.pdf

Five-Year Trend of Executive Branch Employment by Race and Sex*

FY03 FY04 FY05 FY06 FY07

White 80.23% 77.46% 77.90% 77.53% 77.15%

Black 13.71% 13.70% 14.28% 14.41% 14.43%

Hispanic 4.27% 4.34% 4.54% 4.65% 4.76%

Asian 2.65% 2.73% 2.85% 2.92% 2.95%

Native Am.

.23% .22% .22% .22% .23%

Male 48.43% 48.35% 47.79% 47.70% 47.59%

Female 51.57% 51.65% 52.21% 52.30% 52.41%

0%

20%

40%

60%

80%

100%

Pe

rce

nt

of

Wo

rkfo

rce

FY03 FY04 FY05 FY06 FY07

Black

Hispanic

Asian

Native Am.

White

RACE/ETHNIC MAKEUP OF STATE WORKFORCE FY03 to FY07

* EEO-4 Data Mart

Executive Branch Employment by Major Secretariat, Race and Sex*

SecretariatM/F MALES

Grand Total

% Total % White % Black % Hisp. % Asian %Nat. Am.

%

Administration & Finance

3123 7.02% 1590 50.91% 1361 43.58% 94 3.01% 34 1.09% 91 2.91% 1 .03%

Education 551 1.24% 150 27.22% 125 22.69% 13 2.36% 3 0.54% 9 1.63% 0 .00%

Economic Development

762 1.71% 382 50.13% 324 42.52% 30 3.94% 7 0.92% 12 1.57% 1 .13%

Environmental Affairs

2943 6.61% 1961 66.63% 1758 59.73% 84 2.85% 19 0.65% 38 1.29% 7 .24%

Health & Human Services

24199 54.36% 8084 33.41% 5604 23.16% 1754 7.25% 461 1.91% 237 0.98% 17 .07%

Public Safety 8578 19.27% 6654 77.57% 5950 69.36% 398 4.64% 201 2.34% 71 0.83% 22 .26%

Trans. & Construction

2694 6.05% 1772 65.78% 1547 57.42% 104 3.86% 38 1.41% 79 2.93% 4 .15%

Labor & Workforce

Development1664 3.74% 681 40.93% 545 32.75% 74 4.45% 24 1.44% 32 1.92% 1 .06%

TOTALS 44587 100% 21312 47.79% 17214 38.67% 2551 5.73% 787 1.77% 569 1.28% 53 .12% 

SecretariatFEMALES

Total % White % Black % Hisp. % Asian %Nat. Am.

%

Administration & Finance 1533 49.09% 1179 37.75% 186 5.96% 73 2.34% 91 2.91% 1 .03%

Education 401 72.78% 325 58.98% 40 7.26% 13 2.36% 22 3.99% 1 .18%

Economic Development 380 49.87% 272 35.70% 56 7.35% 17 2.23% 26 3.41% 2 .26%

Environmental Affairs 982 33.37% 809 27.49% 82 2.79% 19 2.49% 32 1.09% 3 .10%

Health & Human Services 16115 66.59% 11569 47.81% 3050 12.60% 998 4.12% 438 1.81% 34 .14%

Public Safety 1924 22.43% 1612 18.79% 197 2.30% 65 0.76% 29 0.34% 5 .06%

Transportation & Construction 922 34.22% 691 25.65% 141 5.23% 48 1.78% 40 1.48% 2 .07%

Labor & Workforce Development 983 59.07% 701 42.13% 140 8.41% 86 5.17% 53 3.19% 2 .12%

TOTALS 23240 52.21% 17158 38.55% 3892 8.74% 1319 2.96% 731 1.64% 50 .11%

* EEO-4 Data Mart 6/23/07

Executive Branch Employment by EEO-4

Occupational Groups*

M/F MALESEEO-4

Occupational Group

Grand Total

% Total % White % Black % Hisp. % Asian %Nat. Am.

%

Officials and Administrator

s

3863 8.56% 2069 53.55% 1876 48.56% 114 2.95% 34 .88% 30 .77% 2 .05%

Professionals 20938 46.38% 8455 40.38% 7048 33.66% 671 3.20% 295 1.40% 389 1.85% 9 .04%

Technicians 1916 4.24% 751 39.19% 640 33.40% 71 3.70% 14 .73% 21 1.09% 1 .05%

Protective Service: Sworn

6069 13.44% 5363 88.36% 4754 78.33% 356 5.86% 173 2.85% 54 .88% 23 .37%

Protective Service:Non-

Sworn6587 14.59% 2560 38.86% 1225 18.59% 1115 16.92% 167 2.53% 45 .68% 5 .07%

Office/Clerical 3397 7.52% 391 11.51% 278 8.18% 64 1.88% 23 .67% 18 .52% 1 .02%

Skilled Craft 945 2.09% 896 94.81% 791 83.70% 61 6.45% 26 2.75% 6 .63% 7 .74%

Service Maintenance

1353 3.00% 967 71.47% 735 54.32% 114 8.42% 65 4.80% 13 .96% 5 .36%

TOTALS 45068 100% 21452 47.6% 17347 38.5% 2566 5.69% 797 1.77% 576 1.28% 53 .12%

  FEMALES

EEO-4 Occupational Group Total % White % Black % Hisp. % Asian %Nat. Am.

%

Officials and Administrators 1794 46.44% 1532 39.65% 174 4.50% 42 1.08% 34 .88% 2 .05%

Professionals 12483 59.61% 9595 45.82% 1467 7.00% 802 3.83% 542 2.58% 27 .12%

Technicians 1165 60.80% 936 48.85% 154 8.03% 47 2.45% 25 1.30% 1 .05%

Protective Service: Sworn 706 11.63% 582 9.58% 92 1.51% 28 .46% 3 .049% 1 .01%

Protective Service:Non-Sworn 4027 61.13% 2290 34.76% 1472 22.34% 188 2.85% 58 .88% 7 .10%

Office/Clerical 3006 88.48% 2180 64.17% 527 15.51% 196 5.76% 77 2.26% 9 .26%

Skilled Craft 49 5.18% 37 3.91% 9 .95% 2 .21% 1 .10% 0 0%

Service Maintenance 386 28.52% 270 19.95% 48 3.54% 44 3.25% 12 .88% 3 .22%

TOTALS 23616 52.41% 17422 38.67% 3943 8.74% 1349 2.99% 752 1.67% 50 .11%* EEO-4 Data Mart 6/23/07

Executive Branch Labor Force by EEO4 Code *

9%

46%

4%

13%

15%

8% 2% 3%

Officials andAdministratorsProfessionals

Technicians

Protective Service:Sworn

Protective Service:Non-SwornOffice/Clerical

Skilled Craft

Service Maintenance

* EEO-4 Data Mart 6/23/07

Ave. Full-Time Salary by Age GroupExecutive Branch Workforce

$37,

590

$48,

822

$53,

960

$57,

381

$56,

561

$54,

084

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Age Group

Ave

rag

e F

/T S

alar

y 20-29

30-39

40-49

50-59

60-69

70+

Average Full-Time Salary by Years of Service Executive Branch Workforce

$43,

932

$49,

118

$56,

115

$59,

188

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

Years of Service

Ave

rag

e F

/T S

alar

y

<5

5-10

10-20

>20

HR/CMS 6/23/07

Average full-time salary increases in proportion to years of service but not age group.

Ave. Full-Time Salary by Race Executive Branch Workforce

$55,

284

$43,

132

$45,

575

$56,

307

$51,

267

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Race

Ave

rag

e F

/T S

alar

y White

Black

Hispanic

Asian

Nat. Am.

$7

9,0

39

$4

9,7

66

$4

7,8

12

$5

7,3

55

$3

0,1

61

$3

9,1

56

$4

0,2

61

$3

2,3

18

$0$10,000

$20,000$30,000$40,000$50,000

$60,000$70,000$80,000

Ave

rag

e F

/T S

alar

y

Ave. Full-Time Salary by EEO4 Occupational CodeExecutive Branch Workforce

Officials/Administrators

Professionals

Technicians

Prot. Service:Sworn

Prot. Service:Non-Sworn

Office/Clerical

Skilled Craft

Service Maint.

HR/CMS 6/23/07

Black employees in the Executive Branch workforce have the lowest average full-time salary primarily due to the large proportion (40%) of the Black workforce that is employed in the lowest paid occupational group category (Non-Sworn Protective Service). This category includes such titles as Mental Health Worker, Mental Retardation Worker, Nursing Assistant, etc. which are generally entry-level titles.

EMPLOYEE MOBILITY

5 YEAR EXECUTIVE BRANCH SEPARATIONS *

Fiscal YearFemale

SeparationsMinority

SeparationsInvoluntary Separations

Voluntary Separations

Total Separations

Total Turnover %

FY03 54.6% 27.9% 15.8% 84.2% 3949 8.63%FY04 54.6% 27.9% 12% 88% 3400 7.64%FY05 56.3% 23.5% 8.5% 91.5% 4876 11.05%FY06 53.6% 25.8% 11.1% 88.9% 3974 8.86%FY07 53.5% 26% 12.4% 87.6% 3812 8.43%

8.63% 7.64%

11.05%

8.86% 8.43%

0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

Overall Turnover Percent

FY03 FY04 FY05 FY06 FY07

Fiscal Year

5 Year Executive Branch Turnover Total Turnover Percent

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Number of Separations

FY03 FY04 FY05 FY06 FY07

Fiscal Year

5 Year Executive Branch Turnover Minority/Female Separations

Total Separations

Female

Minority

* Commonwealth of Mass. EE0-4 Data Mart as of 12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.

The spike in FY05 turnovers Is indicative of a special early retirement incentive program.

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Number of Separations

FY03 FY04 FY05 FY06 FY07Fiscal Year

5 Year Executive Branch Turnover Voluntary/Involuntary Separations

Voluntary Separations

Involuntary Separations

Total Separations

* Commonwealth of Mass. EE0-4 Data Mart--12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.

FY07 Executive Branch Separations

by EEO-4 Occupational Group and Race *

Executive Branch Terminations and Workforce Presence by EEO4 Occupational Group

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%O

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s

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%

Per

cen

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f E

mp

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ork

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Percent ofTerminations inWorkforce

Employees asPercent ofWorkforce

Executive Branch Terminations and Workforce Presence by Racial/Ethnic Group

0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%

Wh

ite

Bla

ck

His

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Asi

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Per

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0.00%10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%

Pre

sen

ce i

n W

ork

forc

e

Percent ofTerminatons inWorkforce

Employees as % ofWorkforce

*6/23/07 EEO-4 Data Mart** Non-Sworn Protective Service occupations include such titles as Mental Health Worker, Mental Retardation Worker, Nursing Assistant, etc.Note: Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.

Executive Branch Turnover by Major Secretariat

The number of terminations among Non-Sworn Protective Service** employees is much greater than their workforce presence due to high voluntary turnover.

FY05- FY07 *

Secretariat FY05 FY06 FY07

Administration & Finance 5.23% 5.88% 6.55%

Education 13.93% 10.19% 8.70%

Economic Development 7.32% 4.00% 9.89%

Environmental Affairs 8.96% 5.53% 5.15%

Health & Human Services 14.17% 9.92% 9.43%

Public Safety 7.54% 8.18% 7.31%

Transportation & Construction

8.04% 8.04% 7.04%

Labor & WorkforceDevelopment

N/A 16.50% 6.80%

Total Executive Branch 11.05% 8.86% 8.43%

Executive Branch Turnover by Secretariat FY05-FY07

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%

ANFDO

EEED

EOEA

EOHHS

EOPS

EOTC

LWD

Secretariat

Tu

rno

ve

r P

erc

en

tag

e

FY07

FY06

FY05

* Commonwealth of Mass. EE0-4 Data Mart as of 12/07. Turnover statistics are for Executive Branch agencies, not including seasonal or contract positions.

Two Year Comparison of Executive Branch Employee

Data reflects reorganization of Economic Development and Labor & Workforce Development secretariats during this period.

Promotions by Race and Sex*

Executive Branch Promotions and Workforce Presence by Race and Sex in FY07

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

White

Hispan

ic

Black

Asian

Nativ

e Am

eric

anM

ale

Femal

e

Per

cen

tag

e o

f P

rom

oti

on

s in

Wo

rkfo

rce

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

Per

cen

tag

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f E

mp

loye

es i

n W

ork

forc

e

Percentage ofPromotions inWorkforce

Employees as % ofWorkforce

Executive Branch Promotions and Workforce Presence by Race and Sex in FY06

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

White

Hispan

ic

Black

Asian

Nativ

e Am

eric

anM

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Femal

e

Per

cen

tag

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f P

rom

oti

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s

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

Per

cen

tag

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f E

mp

loye

es i

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ork

forc

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Percentage ofPromotions inWorkforce

Employees as % ofWorkforce

*EEO-4 Data Mart as of 12/07. Statistics are for Executive Branch agencies, not including seasonal or contract positions.

Two Year Comparison of Executive Branch Employee

New Hires by Race and Sex*

Executive Branch New Hires and Workforce Presence by Race and Sex in FY07

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

White

Hispan

ic

Black

Asian

Nativ

e Am

eric

anM

ale

Femal

e

Per

cen

tag

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f N

ew H

ires

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

Per

cen

tag

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f E

mp

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es i

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ork

forc

e

Percentage ofNew Hires

Percentage ofEmployees inWorkforce

Executive Branch New Hires and Workforce Presence by Race and Sex in FY06

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

White

Hispan

icBla

ck

Asian

Nativ

e Am

eric

an

Mal

eFem

ale

Per

cen

tag

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ew H

ires

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

Per

cen

tag

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mp

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ork

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Percentage of NewHires

Percentage ofEmployees inWorkplace

* EEO-4 Data Mart Statistics are for Executive Branch agencies, not including seasonal or contract positions.

During FY06 and FY07, the percentage of new hires that were Black and/or female exceeded the percentage of Black and female employees in the state workforce.

EMPLOYEE CHARACTERISTICS

5 Year Snapshot of Executive Branch Workforce*

Fiscal Year FY03 FY04 FY05 FY06 FY07

# Employees 44,810 43,290 44,208 44,896 44,825 

# FTE Employees 43,285 41,743 42,672 43,301 43,283

Average F/T Salary $47,879 $48,476 $49,048 $50,906 $53,253

Average Years of Service 13.84 13.73 13.87 14.01 14.48

Average Age (Years) 45.27 45.37 45.71 46.01 46.55

Female Workforce % 51.82% 51.92% 52.10% 52.13% 52.06%

Minority Workforce % 20.59% 21.40% 21.97% 22.35% 22.30%

5 Yr. TrendAverage Age

Executive Branch Workforce

40.0042.0044.0046.0048.0050.0052.0054.00

FY03 FY04 FY05 FY06 FY07

Ye

ars

* Source Note: Data from HR/CMS System

The Employees in the Executive Branch Workforce

Employee Distribution by Major Secretariats*

23,946

3,244

536

2,677

1,658

757

2,923

8,565

519Health & HumanServices

Administration &Finance

Education

Transportation &Construction

Labor & WorkforceDevelopment

EconomicDevelopment

EnvironmentalAffairs

Public Safety

Other

Average Salary by Secretariat*

$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

$70,000

* HR/CMS 6/23/07 Statistics are for Executive Branch agencies, not including seasonal or contract positions.

The Average Length of

Service for Executive

Branch employees is 14.48 years.

Executive Branch Workforce Characteristics Last 5 Fiscal Years: Length of Service*

4

Average length of service did not show significant change over the past five fiscal years, with service years ranging from 13.73 years to 14.48 years at its highest average.

Retirement Eligibility Statistics

Retirement Eligibility for FY03 – FY07*

Age / Length of Service

Fiscal Year 50 / 5 55 / 10 65 / 25

2003** 30.66% 14.28% .64%

2004 30.49% 13.41% .59%

2005 32.19% 14.92% .61%

2006 34.10% 16.67% .65%

2007 36.41% 18.38% .66%

Employees are generally eligible for retirement when they reach 55 years of age and 10 years of service or have 20 years of service at any age. The chart above shows that as of June 23, 2007, 18.38% of Executive Branch employees were eligible for retirement. In 2012, 36.41% of the Executive Branch employees are projected to be eligible for retirement, without allowing for turnover. This figure is reflective of the aging demographic and is being addressed through Workforce Planning activities.

* Data Source: HR/CMS** Early Retirement Incentive Offered in March 2002 and October 2003.

Five-Year Trend of State Employment by Major Secretariat *

Secretariat ** FY03 FY04 FY05 FY06 FY07

Administration & Finance 3373 3111 3233 3314 3244Education 532 519 529 550 536Economic Development 2448 2404 2381 2334 757Environmental Affairs 3793 2499 2614 2756 2923Health & Human Services 24693 23583 23809 24021 23946Public Safety 9380 8924 8238 8540 8565Trans. & Construction 1878 1814 2789 2743 2677Labor & WorkforceDevelopment 1658Housing & Community Development 207 197 203 201Other

258 239 412 437 519

GRAND TOTAL 46562 43290 44208 44896 44825

Five-Year Trend of Full-time Average Salary by Major Secretariat*

Secretariat FY03 FY04 FY05 FY06 FY07

Administration & Finance $56,854 $57,763 $58,114 $61,043 $63,373Education $56,012 $57,535 $58,349 $61,925 $63,766Economic Development $53,738 $49,627 $50,913 $54,080 $62,728Environmental Affairs $51,808 $52,845 $52,647 $54,988 $57,399Health & Human Services $43,511 $44,003 $44,841 $46,733 $48,841Public Safety $53,237 $53,854 $55,377 $55,177 $58,364Trans. & Construction $48,723 $49,444 $45,644 $49,179 $51,447Labor & WorkforceDevelopment ** $53,937Housing & Community Development ** $57,951 $59,829 $60,251 $63,764Other

$48,316 $63,174 $58,246 $60,526 $59,385

* Source Note: Data from HR/CMS System ** Changes in headcount may have been affected by agency reorganizations

WORKFORCE PLANNING

Top 20 Executive Branch Job Titles

Title#

Jobs*Ave. Age*

Ave. Credited Service (yrs.) **

Ret. Eligibility 55/10 **

Ret. Eligibility

20 yrs. Svc. **

Ave. F/T Annual Salary*

Percent Females*

Percent Minorities*

Mental Retardation Worker I 3324 42.6 8.06 0.37% 11.24% $28,282.15 67.45% 46.51%Correction Officer I 2657 39.6 11.50 2.97% 16.02% $51,126.96 11.40% 14.34%Social Worker (C) 1268 42.8 14.04 16.04% 21.05% $53,828.18 79.18% 23.50%Social Worker (A/B) 1050 32.4 3.56 0.80% 1.25% $42,952.81 79.24% 37.43%State Police Trooper,1st Class + 1039 42.8 15.97   26.08% $68,038.94 11.93% 12.32%Ben Elig & Refer Soc Wrk (A/B) 972 49.4 17.84 29.82% 54.10% $48,535.03 76.85% 36.83%Human Services Coord (A/B) 927 46.7 14.00 15.10% 31.20% $51,225.95 67.75% 18.55%Mental Retardation Worker II 923 48.2 16.10 25.88% 36.94% $32,764.48 62.30% 38.89%Program Coordinator III 777 48.5 15.01 22.19% 32.03% $62,877.30 62.16% 15.06%Registered Nurse II 650 48.9 10.31 14.02% 15.40% $73,846.23 88.15% 26.46%Program Coordinator II 629 46.3 13.78 24.84% 28.44% $55,477.24 73.45% 24.01%Mental Health Worker I 601 43.1 8.11 7.61% 7.61% $28,308.74 46.09% 47.42%Correction Officer II 583 43.4 17.16 5.74% 31.00% $58,889.17 8.40% 10.81%State Police Trooper + 575 32.6 5.29   0.00% $56,593.98 4.52% 6.61%Nursing Assistant I 554 43.3 6.93 8.06% 7.14% $28,219.02 83.39% 60.47%Sys Programmer/Sys Supv, Pdpp 551 48.5 13.51 20.39% 27.94% $77,263.56 27.40% 14.34%Administrative Assistant I 511 46.7 12.55 16.83% 26.31% $41,956.82 89.43% 27.98%Social Worker (D) 475 46.7 18.01 24.84% 38.11% $62,425.88 76.21% 18.11%Clerk III 437 48.7 13.57 25.41% 28.47% $33,629.44 93.14% 29.52%Clerk IV 436 50.2 15.08 26.70% 35.60% $37,489.86 89.68% 27.06%Top 20 Executive Branch Job Titles 18939 44.6 12.52     $49,686.59 55.73% 28.25%

Percent of All Exec. Branch Jobs  42.36%* HR/CMS 6/23/07** Retirement Board credited service--12/31/07+ State Troopers are eligible to retire at any age with 20 years of serviceNote: Retirement eligibility is generally based upon either reaching age 55 with 10 yrs. of service or 20 yrs. of service at any age

Retirement Eligibility of Executive Branch Workforce *

Secretariat # Jobs*Average

Age*Ave.

Yrs./Svc.*

Ret. Eligibility 55/10 **

Ret. Eligibility

20 yrs./svc.

**Administration & Finance (ANF) 3244 47.8 15.60 22.63% 36.03%

Education (DOE) 536 48.7 12.70 25.24% 32.62%Economic Development (EED) 757 47.2 12.90 21.14% 26.33%Environmental Affairs (EOEA) 2923 48.6 15.90 21.47% 34.44%

Health & Human Services (EOHHS) 23946 46.8 14.40 19.89% 29.77%

Public Safety (EOPS) 8565 42.9 14.00 9.22% 27.79%Transportation & Construction

(EOTC) 2677 49.0 14.80 22.73% 32.83%Labor & Workforce Development

(LWD) 1658 50.7 15.30 31.37% 32.64%Other 519 53.4 13.40 19.37% 23.52%

Total Executive Branch 44825 46.6 14.48 18.60% 29.97%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

Perc

en

t o

f W

ork

forc

e

Retirement Eligibility by SecretariatAge 55 & 10 Years of Service

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%

Per

cen

t o

f W

ork

forc

e

Retirement Eligibility by Secretariat20 Years of Service

ANF

DOE

EED

EOEA

EOHHS

EOPS

EOTC

LWD

OTHER

* Data Source: HR/CMS System 6/23/07** Data Source: Retirement Board-12/31/07

Note: Retirement eligibility is generally based upon either reaching age 55 with 10 yrs. of service or

Although almost 30% of the Executive Branch workforce is now eligible to retire because they have 20 years of service, only 5% of this group is age 60 or older.

20 yrs. of service at any age.

Executive Branch Workforce Retirements Average Age and Years of Service at Retirement

1/1/2001-12/31/2007 *

SecretariatNumber

of Retirees

Average Age @

Retirement

Ave. Yrs. of

Credited Service @ Retirement

Administration & Finance (ANF) 621 59.9 24.72Education (DOE) 86 62.5 26.47

Economic Development (EED) 158 60.9 24.90Environmental Affairs (EOEA) 590 60.3 26.02

Health & Human Services (EOHHS) 4741 59.7 23.91

Public Safety (EOPS) 1465 54.4 24.99Transportation & Construction

(EOTC) 654 61.0 27.06Labor & Workforce Development

(LWD) 490 61.0 26.29Other 62 58.11 23.27

Total Executive Branch 8867 59.1 24.69

50

52

54

56

58

60

62

64

AVERAGE AGE @

RETIREMENT

EXECUTIVE BRANCH RETIREMENTS 1/1/2001-12/31/2007

ANF

DOE

EED

EOEA

EOHHS

EOPS

EOTC

LWD

OTHER

* Data from State Retirement Board as of 12/31/07

21

22

23

24

25

26

27

28

AVERAGE YRS./SVC. @ RETIREMENT

EXECUTIVE BRANCH RETIREMENTS 1/1/2001-12/31/2007

Although state employees may generally retire at age 55 with 10 years of service or at any age with 20 years of service, the average state employee retires at age 59.1 with almost 25 years of service.

Average Age and Years of Service of Executive Branch Workforce Compared with Historical Retirement Data

SecretariatCurrent Average

Age *

Current Ave.

Yrs./Svc. *

Historical Average Age @ Retirement **

HistoricalAve. Yrs./Svc. @

Retirement **Administration & Finance (ANF) 47.8 15.60 59.9 24.72

Education (DOE) 48.7 12.70 62.5 26.47Economic Development (EED) 47.2 12.90 60.9 24.90Environmental Affairs (EOEA) 48.6 15.90 60.3 26.02

Health & Human Services (EOHHS) 46.8 14.40 59.7 23.91

Public Safety (EOPS) 42.9 14.00 54.4 24.99Transportation & Construction

(EOTC) 49.0 14.80 61.0 27.06Governor’s Office (GOV) 35.7 4.10 53.0 20.57

Labor & Workforce Development (LWD) 50.7 15.30 61.0 26.29Other 53.4 13.40 58.1 23.27

Total Executive Branch 46.6 14.48 59.1 24.69

The current average age and years of service of Executive Branch employees is considerably less than when state employees in the Executive Branch have historically

retired.

Average Age of Executive Branch Workforce vs.

Historical Retirement Age

0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

Ag

e HistoricalRetirement Age

CurrentWorkforce Age

Average Yrs./Svc. of Executive Branch Workforce vs.

Historical Years of Service @ Retirement

0.00

5.00

10.00

15.00

20.00

25.00

30.00

Ye

ars

of

Se

rvic

e HistoricalYrs./Svc.@Retirement

CurrentWorkforce Yrs./Svc.

* HR/CMS--6/23/07** State Retirement Board as of 12/31/07 (data from 1/1/2001 through 12/31/07)

WORKFORCE STATISTICS BY LABOR GROUP

Union Membership in the Executive Branch

Union EmployeesFTEs

06/23/07 Female % Minority %

Contract Dates Beg/End

Units 1, 3 & 6 National Association of Government Employees (NAGE): Clerical (1), Skilled Trade (3), Professional Administrative (6)

11,855 11,499 62.39% 22.0% 7/1/07 6/30/08

Unit 2 American Federation of State, County and Municipal Employees (AFSCME) Council 93 & Service Employees International Union (SEIU) Locals 254, 285: Facility Service, Direct Care, Maintenance

9,817 9,207 54.38% 36.81% 7/1/07 6/30/08

Unit 4 Mass Correction Officers Federated Union (MCOFU): Correction Officers

3,764 3,763 10.26% 12.7% 7/1/05 6/30/09

Unit 4A International Brotherhood of Correction Officers (IBCO): Correction Officer Captains

88 88 6.82% 5.68% 7/1/07 6/30/08

Unit 5 Coalition of Public Safety (COPS): Environmental Police, Parole Officers

213 213 21.60% 9.86% 7/1/04 6/30/09

Unit 5A State Police Association of Massachusetts (SPAM): State Police Troopers, Sergeants

1,928 1,928 8.97% 10.32% 1/1/04 12/31/08

Unit 7 Massachusetts Nurses Association (MNA): Health Care Professionals

1,930 1,719 79.12% 18.65% 1/1/08 12/31/08

Units 8 & 10 Service Employees International Union (SEIU) Local 509: Social Service Professionals

8,136 7,906 70.40% 22.87% 1/1/05 12/31/07

Unit 9 Massachusetts Organization of State Engineers and Scientists (MOSES): Science and Engineering Professionals

2,870 2,801 28.75% 12.3% 7/1/07 6/30/08

Total: 40,601 39,125

Source: HR/CMS 6/23/07

Executive Branch Workforce Statistics by Labor Group *

Employee Group Employees FTEsAve.

Yrs/svc.Ave. Age

FemaleFTEs

FemaleEmployees

% Female

Minority

FTEs

MinorityEmployees

% Minority

Avg_FTSalary

Unit 1--NAGE 2,968 2,860 12.5 45.4 2,330 2,424 82% 838 854 29% $38,154

Unit 2--AFSCME 9,817 9,207 14.9 45.1 4,828 5,315 54% 3,468 3,614 37% $32,605

Unit 3--NAGE 559 545 16.3 50.5 5 5 1% 48 48 9% $43,564

Unit 4--MCOFU 3,764 3,763 15.2 51.5 386 386 10% 478 478 13% $53,612

Unit 4A--IBCO 88 88 14.5 47.7 6 6 7% 5 5 6% $79,195

Unit 5--COPS 213 213 14.8 49.0 46 46 22% 21 21 10% $62,234

Unit 5A--SPAM 1,928 1,928 17.3 51.6 173 173 9% 199 199 10% $66,202

Unit 6--NAGE 8,328 8,094 14.8 48.0 4,780 4,967 60% 1,691 1,706 20% $58,364

Unit 7--MNA 1,930 1,719 13.4 41.3 1,351 1,527 79% 334 360 19% $86,006

Unit 8--Local 509 7,543 7,324 22.5 47.3 5,138 5,338 71% 1,772 1,787 24% $52,057

Unit 9--MOSES 2,870 2,801 20.0 48.1 778 825 29% 348 353 12% $60,729Unit 10--Local

509 593 581 14.1 40.8 381 390 66% 73 74 12% $53,378

All Union Employees

40,601 39,125 14.2 46.2 20,200 21,402 53% 9,276 9,499 23% $50,745

Managers—M99 3,484 3,427 17.5 50.7 1,703 1,738 50% 404 406 12% $77,023Unclassified Managers

310 306 8.8 44.6 130 132 43% 67 68 22% $74,423

All Management Employees **

3,794 3,733 16.8 50.2 1,833 1,870 49.29% 471 474 12.49% $76,809

All Others 430 425 21.3 50.7 63 65 15.12% 21 22 5.12% $77,167All Employees 44,825 43,283 14.5 46.6 22,097 23,337 52.06% 9,768 9,995 22.30% $53,253

* HR/CMS 6/23/07** Includes Unclassified Managers

APPENDICES

Appendix A: HRD’s Organization Chart

Under the leadership of the Chief Human Resources Officer, the Human Resources Division (HRD) has the responsibility for management and operations consistent with the agency’s mission to plan and deliver human resource services throughout state government and its municipal sub-divisions.

Appendix B: HRD’s Organizational Units

Executive OfficeThrough HRD's organizational units, the Executive Office ensures oversight, policy guidance, training and technical assistance to state agencies in all matters relating to the Commonwealth's classification, compensation, benefits, recruitment, selection, training and employee development, civil rights and collective bargaining programs.

Office of Employee Relations (OER)The Human Resources Division’s Office of Employee Relations administers and oversees all labor relations activities, including collective bargaining, involving the Commonwealth's unionized Executive department workforce, as provided in Chapter 150E of the General Laws. In addition, OER has oversight of labor relations activities for the Board of Higher Education, UMass, the State Lottery Commission, and State and County Sherfiffs.

Civil Service UnitThe Civil Service Unit develops and administers civil service examinations to state agencies and municipalities as required by Chapter 31 of the Massachusetts General Laws and Personnel Administration Rules. It also establishes and maintains eligible lists, reviews and approves appointments, investigates and resolves complaints and allegations of unlawful and inappropriate hiring practices and defends departmental actions before the Civil Service Commission and the courts.

Organizational Development Group The Organizational Development Group provides systems and tools to manage human resources and technical assistance to state agency human resources directors and local officials in compliance with Human Resources laws, rules, regulations and policies. Key areas are the hiring process, Commonwealth Employment Opportunitiies (CEO), position management, salary administration, job classification, performance appraisal systems, benefits, outplacement support, and performance recognition program. The unit also oversees the business process for the Human Resources Compensation Management System (HR/CMS), the state’s HRIS system.

Policy UnitThe Policy Unit is responsible for planning, developing, and evaluating the effectiveness of new and existing HR programs and statewide policy initiatives for the Executive Branch, in cooperation with Shared Services agencies. The unit is charged with researching models and best practices in the delivery of human resources, advising and assisting in the implementation of policies/programs with other HRD units, and responding to policy issues that arise as a result of implementation.

Training and Learning Development GroupThe Training and Learning Development Group provides organizational and systems development as well as a wide range of professional development and computer skills training. Training is designed and delivered by an in-house team of instructional design professionals and trainers.

HRD Support Functions/Administration and FinanceManages the budget and financial affairs of the agency, including its spending plan, internal controls, procurement, accounts payable, payroll and security.

Office of Diversity and Equal Opportunity (ODEO)The Office of Diversity and Equal Opportunity is responsible for implementing and enforcing the Governor’s Executive Orders concerning Affirmative Action, Equal Opportunity and Diversity in State Government. Through Executive Order 478, ODEO carries out the Governor's mandate of non-discrimination and equal opportunity for minorities, women, persons with disabilities, and Vietnam-Era Veterans within state agencies of the Executive Branch and within certain Authorities. Through collaborative recruitment and outreach, this unit also assists agencies in attracting, hiring and retaining a diverse workforce in the Commonwealth.

Workers’ Compensation Administers the Self-Insured Workers' Compensation Program for state employees (excluding the uniformed State Police) who have sustained workplace injuries, in compliance with Chapter 152 of the General Laws. In addition to providing claims management services, the workers' compensation unit provides Utilization Review, Rehabilitation Case Management, Independent Medical Reviews, Investigations, Medical Bill Payment and Administrative services.

Operations and Strategic PlanningProvides oversight of certain statewide programs, strategic planning and operational support, including physical space and, operational infrastructure.

Information Technology Unit (IT)Provides information technology solutions, including hardware, software and network maintenance services, website development and maintenance; application development and support.

Research Performs research, analysis and quantification of HR and payroll data in support of the policies and practices of all HRD units, and other Gubenatorial Departments and control agencies, external Freedom of Information requests and surveys. Manages a $21 million account funding Health and Welfare benefits for about 40,000 union employees through 10-15 vendors.

Legal UnitProvides legal advice and counsel on human resources policies and procedures, labor and employment matters and civil service issues. Represents state agencies in litigation before the Civil Service Commission, labor arbitrators, Massachusetts Labor Relations Commission, Massachusetts Commission Against Discrimination and the Division of Industrial Accidents. The Legal Unit also serves as a liaison with the Office of the Attorney General regarding all labor and employment litigation in state and federal court. The unit also acts as legal counsel to the Office of Employee Relations and the Chief HR Officer.

Appendix C: HRD Budget

The Commonwealth of MassachusettsHuman Resources Division

1 Ashburton Place, Room 301Boston, MA 02108

Visit us at: Http://www.mass.gov/hrd/

Distributed August 2008